Frequently Asked Questions

Employee satisfaction surveys report on the satisfaction of employees - and nothing else, regardless on if it impacts the business. Employee engagement and alignment surveys have employee satisfaction as a metric in the analysis, but don't rely solely on satisfaction. Employee engagement surveys should measure employee culture, management culture, employee satisfaction, company performance, employer satisfaction and psychosocial risk.

Culture surveys only look at pre-determined culture markers for your business. Sometimes these are unique to your business, but usually they are a mixture of the 10 key culture drivers of Australian businesses. Engagement and alignment surveys look at the entire business performance and give you a rating on employee satisfaction, employee and management culture, employer satisfaction and psychosocial risk.

STAR Workplace is 100% managed and facilitated by expert consultants. You don't have to interview your team, send out survey links, analyse the data. All you have to do is contribute to the data collection, using our proprietary Employer assessment and Company Performance assessment. Then sit back and wait for the results to be analysed and presented back to you. Over a 6 week program, you might have to invest 6 hours of your time in total, including having the results presented to you.

Once a year. Any more than that and your business doesn't have time to make changes and for the changes to set in. Surveying your team also takes them away from doing their job, and can create survey overload - where employees become less engaged because nothing has changed since they last provided feedback.

Psychosocial risk refers to the potential harm to employees' mental health and wellbeing caused by workplace factors such as excessive job demands, poor workplace relationships, or lack of support. For Australian business owners, understanding and managing psychosocial risks is now a legal requirement under WHS laws and directly impacts your bottom line through productivity, retention, and compliance costs. Key workplace factors that create psychosocial risks include: High workload or job demands Low job control Poor support from supervisors Workplace conflict or poor relationships Lack of role clarity Poor organizational change management Job insecurity Work-related violence and aggression The Business Impact: Increased absenteeism and sick leave Higher staff turnover Reduced productivity Legal and compliance risks Workers' compensation claims Damage to company reputation

Benchmarking in employee engagement surveys is crucial for Australian businesses because it transforms raw survey data into actionable business intelligence. Without benchmarking, you're essentially operating in the dark – you might know your engagement score is 70%, but you won't know if that's cause for celebration or concern. Key Benefits of Benchmarking: 1. Performance Context Compare your engagement levels against similar Australian businesses Understand if your employee experience is helping or hurting your competitive advantage Identify whether your HR investments are paying off relative to industry standards 2. ROI Validation Justify your investment in employee engagement initiatives Identify which areas need immediate attention to prevent costly turnover Prioritize improvements based on where you fall significantly below benchmarks 3. Strategic Planning Set realistic improvement targets based on industry standards Focus resources on areas where you lag behind competitors Track year-over-year progress against both internal and external benchmarks 4.Risk Management Identify engagement scores that could signal compliance risks Spot potential turnover risks before they impact your bottom line Compare your results against Australian workplace standards What Good Benchmarking Looks Like: Industry-specific comparisons Size-appropriate business comparisons Local market context Regular updates to reflect current market conditions

No. You only pay for the work that gets completed with no lock in obligations. Businesses typically complete the STAR Workplace assessment and action plan with their HR Coach. From there, they decide on what they need to focus on, what the budget for these actions are, and who will do it (either internally, externally, or a mixture of both).

All businesses, regardless of size receive: ​ The entire process facilitated by a Licensed HR Coach, so you can focus on running your business STAR Workplace Report - including all analysed data and benchmarked against 900+ Australasian businesses Qualitative Report - including all data from participants, broken down by question to protect the anonymity of the participants and gain the most value for the business. Team Dashboard - to share your results with all the members of your team HR Dashboard - to share HR-specific data with your HR team to start actioning change Psychosocial Risk Report - your data points mapped against the Psychosocial Risk Factors Industry Benchmark Report - your data directly compared with other businesses in your industry Certificate - to share with your network, highlighting your business's success and help attract new employees and customers

Your HR Coach facilitates the entire process from start to finish. You will be asked to provide input during the Employer Assessment and your team will provide anonymous input using our built for purpose survey platform. Once the results are known and presented back to you, you decide on what you want to focus on, the budget and who is responsible.

Yes. Our platform allows up to 10 free text questions to be asked of your team, in addition to the benchmarked questions. These questions allow participants to respond using a rating scale or free text.

100%. We've built the platform to provide participants with 100% anonymity to ensure we get the most reliable results possible. We know if participants have completed their survey or not - but that is the extent of it. As soon as they complete their survey, all emails and names are scrubbed from the data to protect their anonymity.